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Want A Raise? You've Got To Ask For The Salary You Deserve

In today's economy, most employees can't bank on annual megabuck raises as a matter of course. In fact, surveys indicate that salary increases in 1996 will hover around 4 percent.

But instead of sinking into despair, experts recommend asking for a raise based on your contributions to the company and consistent with industry norms for your job level and function.

"If you think you should wait until your boss brings up the salary issue, you're being naive," says Debra Benton, author of "Lions Don't Need to Roar: Using the Leadership Power of Professional Presence to Stand Out, Fit in and Move Ahead" (Warner Books, $10.95). "That doesn't mean that you should adopt the attitude of `This money is owed to me.' But men, in general, address the salary issue with their bosses, and women, by avoiding it, could lead their bosses to think, `Maybe Jane doesn't believe she deserves a raise."'

Carol Olmstead, a career coach in Bethesda, Md., agrees.

"If you never ask for it, you'll never get it," she says. "But many women are raised to believe `Good girls don't talk about money.' A lot of us are still negotiating our allowances -- and we're not asking for enough."

What's "enough" will depend on your recent contributions, the salary range for your job, the company's financial health and the market value for your position. You can find out industry norms through publications, including the February issue of Working Woman magazine, which reports what women and men are earning in more than 250 jobs in 38 industries, and National Business Employment Weekly, which frequently publishes salary surveys. Professional associations can also be helpful.

Naturally, it's easier to justify a pay hike when your job directly impacts the company's bottom line. But even if you don't deliver direct dollars, it's still possible to earn what you're worth.

"Think of ways that your job contributes to revenue-producing," Benton advises. "For example, your research may have helped the sales department close a $1 million account. The sales people couldn't have accessed that data without your help. By pointing that out, you're showing how you add value."

But don't think strictly in terms of dollars. Managers often are limited in the amount they can allocate to salaries, making them more amenable to offering other forms of compensation or perks, such as a one-time bonus, a cellular phone, flexible hours or tuition reimbursement.

How hard should you push? That depends on several factors, says Arlene Hirsch, a Chicago career counselor and author of "The Wall Street Journal's Love Your Work and Success Will Follow" (John Wiley & Sons, $12.95).

"Don't be so antagonistic that you ruin your working relationship (with your boss). You can push hard, if you come in with the right ammunition. You must be logical, not emotional."

That's exactly what a Chicago lawyer did to negotiate a $15,000 salary increase. Before her annual performance appraisal, the woman did her homework. Through industry contacts, she learned that she was being paid about $20,000 less than what her peers at similar firms were earning. She also knew that her firm had had a very successful year and could bear a salary increase greater than the 5 percent that had been offered in former years.

When she was offered the standard increase, the woman whipped out a list of her accomplishments. Then she explained that she could earn much more on the open market.

"My boss looked at me and said, `If you left tomorrow, you'd get this on the street?' And I said, `That's right.' "

The woman's bold move brought more than monetary dividends. "As we shook hands on the deal, one boss said, `I like to know we have winners on our side,' " she says. "I think my bosses trust me more now. They don't look over my shoulder as much as they used to, and they don't question my style as a litigator. I felt completely obnoxious asking for the raise, but when I left the negotiating table, I felt confident and empowered."

LIFELINES

Career convention

The American Women's Economic Development Corp. will host its 20th anniversary conference for women in business March 21-23 in the New York Marriott Marquis. Cost: $82-$200. For further information and to register call 800-222-2933.

Social workers' group

National Association of Social Workers, a professional organization based in Washington, D.C., is open to all social workers. It publishes journals, offers educational programs and sponsors accreditation courses. 800-638-8799.

Seminar series

CareerTrack, a training and seminar company in Boulder, Colo., offers workshops nationwide. Topics range from assertive communication skills to solutions for stress in the workplace. 800-334-6780.

Mind your manners

"Smart Manners/Smart Business" is a new training video for employees and managers from Cole Abbott Associates. It explains the new rules of professional etiquette. Cost: $129. 800-215-0848.